Different Types Of Organizations Research Articles

Organizational Knowledge and Knowledge Management - A New Framework

The transition of firms from the Resource-based view (RBV) to the Knowledge-based view (KBV) where knowledge is viewed as the principal resource for value creation and sustainable competitive advantage created a renewed interest among researchers to understand knowledge per se, and the concept of organizational knowledge. This interest has further been fueled by the advent of the concept of Knowledge Management (KM). With some discussions on knowledge, this paper presents a new framework for organizational knowledge and the knowledge flow within the firm. The author has pointed out that most of the research on KM has been with the firm as a business organization (where the focus is on short-term return on investment) and that is the reason many KM initiatives often stop at IT-based initiatives or fail, and fuel the fear that KM is simply just another fad. Many KM models and frameworks present KM best practices without addressing the contextual differences between organizations. In this paper, the author has presented a knowledge perspective of four different types of organizations based on their knowledge manipulation activities and suggests that KM programs need to be custom designed to cater to the different needs of the different types of organizations. The author has also suggested a new KM framework based on the dynamics of knowledge that organizations are facing today. The author developed the two frameworks during the implementation of KM initiatives at the Defence Research & Development Laboratory, Hyderabad, a premier research institution under the Ministry of Defence, Government of India, during the years 1999 to 2003.

Leveraging natural language processing techniques to explore the potential impact of the EU’s Carbon Border Adjustment Mechanism (CBAM)

Debates on controversial policies often stimulate extensive discourse, which is difficult to interpret objectively. Political science scholars have begun to use new textual data analysis tools to illuminate policy debates, yet these techniques have been little leveraged in the international business literature. We use a combination of natural language processing, network analysis and trade data to shed light on a high-profile policy debate—the EU’s recently enacted Carbon Border Adjustment Mechanism (CBAM). We leverage these novel techniques to analyze business inputs to the EU’s public consultation, differentiating between different types of organizations (companies, trade associations, non-EU actors) and nature of impact (direct, indirect, potential). Although there are similarities in key concerns, there are also differences, both across sectors and between collective and individual actors. Key findings include the fact that collective actors and indirectly affected sectors tended to be less concerned about the negative impacts of the new measure on international relations than individual firms and those directly affected. Firms’ home country also impacted on their positions, with EU-headquartered and foreign-owned companies clustering separately. Our research highlights the potential of natural language processing techniques to help better understand the positions of business in contentious debates and inform policy making.

Applications of generative AI and future organizational performance: The mediating role of explorative and exploitative innovation and the moderating role of ethical dilemmas and environmental dynamism

Generative Artificial Intelligence (GenAI) is one of the popular AI technologies which can produce multiple kinds of contents including music, text, image, as well as synthetic data. As GenAI technology can produce various forms of contents, organizations must face ethical dilemmas as to where this technology is likely to be used. Organizations do not want to compromise their ethical standards and compliance policies. Against this backdrop, the aim of this study is to examine if GenAI technology could improve the future performance of the organizations. This study deployed ethical dilemmas and environmental dynamism as two moderators acting on different linkages between adoption of GenAI and organizational future performance. With the help of literature review and theories, a theoretical model has been developed conceptually which was validated using PLS-SEM technique with the feedback of 326 responses from different types of organizations. This study found that the adoption of GenAI could improve exploratory and exploitative innovation under the moderating effects of environmental dynamism and ethical dilemmas. Moreover, it highlighted that the application of GenAI could improve organizational performance.

To Study the Effect of Job Satisfaction on the Performance of Academic Faculties Working in Private Colleges and Private Universities in Indore

The objective of the existing study was to examine the impact of job satisfaction on the performance of employees working in private colleges and universities in Indore, India. To achieve this, questionnaires were distributed to a total of 60 employees, out of which 54 responses were received and considered as the sample from private colleges and universities in Indore. An equal number of employees (n = 54) were randomly selected from different types of organizations, including undergraduate and postgraduate colleges, as a comparison group. The study utilized a self-constructed questionnaire based on the Minnesota Satisfaction Questionnaire (MSQ-quick form) developed by Weiss et al. (1967), as well as a self-constructed Performance Evaluation Form (PRF). Initially, the reliability of both instruments was assessed to determine the significance of the scales. The study findings indicated a significant correlation between the type of occupation and job satisfaction. Moreover, a positive relationship between job satisfaction and employee performance was also observed. Therefore, the study concluded that satisfied employees performed better compared to dissatisfied employees, thus playing a significant role in the advancement of their organizations. Consequently, it is crucial for every organization to adopt specific strategies and methods to motivate and ensure employee satisfaction, thereby promoting high performance.

Hybrid organisations and governance systems: the case of the European Space Agency

ABSTRACT The constitutive organisations of governance systems tend to multiply and diversify over time. In parallel, a tendency toward homophily favours the creation of clusters of homogeneous organisations. Yet, few systems drift to the point of disconnection or dislocation. Several remain sufficiently cohesive to allow adaptation and other complex properties to emerge. To maintain equilibrium between order and chaos, some organisations must create bridges between otherwise homogeneous groups. This paper argues that hybrid organisations are ideally suited for this role. By their nature, hybrids share characteristics with different types of organisations in global governance, allowing them to overcome strict homophily and create bridges across clusters. Hybrids benefit from acting as brokers and in doing so, they facilitate the exchange of material and ideational resources across the governance system. Even if it is not their intention, they contribute to holding governance systems together and counterbalance the effect of homophily. We illustrate this argument by examining the space governance system and the hybrid nature, bridging activities, and brokerage role of the European Space Agency.

Generalized nomogram for determining the type of structure and composition of fire-resistant polymer composite materials with fire-retardant fillers

A generalized nomogram for designing the type of structure and compositions of dispersion-filled polymer composite materials (DFPCM) with flame retardant fillers having high combustion resistance and a high oxygen index (OI) is proposed on the example of polymer composite based on ethylene-vinyl acetate copolymer (EVA) and magnesium hydroxide of EcoPyrene brand. The nomogram combines into a single whole the previously obtained dependencies for the calculation and organization of different types of structure of DFPCM and data on combustion resistance and OI values.

SpaceANOVA: Spatial Co-occurrence Analysis of Cell Types in Multiplex Imaging Data Using Point Process and Functional ANOVA.

Multiplex imaging platforms have enabled the identification of the spatial organization of different types of cells in complex tissue or the tumor microenvironment. Exploring the potential variations in the spatial co-occurrence or colocalization of different cell types across distinct tissue or disease classes can provide significant pathological insights, paving the way for intervention strategies. However, the existing methods in this context either rely on stringent statistical assumptions or suffer from a lack of generalizability. We present a highly powerful method to study differential spatial co-occurrence of cell types across multiple tissue or disease groups, based on the theories of the Poisson point process and functional analysis of variance. Notably, the method accommodates multiple images per subject and addresses the problem of missing tissue regions, commonly encountered due to data-collection complexities. We demonstrate the superior statistical power and robustness of the method in comparison with existing approaches through realistic simulation studies. Furthermore, we apply the method to three real data sets on different diseases collected using different imaging platforms. In particular, one of these data sets reveals novel insights into the spatial characteristics of various types of colorectal adenoma.

A Holistic Evaluation of BIM Implementation Barriers in the Indian Construction Industry: Pre- and Post-Adoption Perspectives

ABSTRACT The existing Building Information Modelling (BIM) research does not provide a holistic understanding of pre- and post-adoption barriers to its implementation, especially in developing countries such as India, where BIM adoption lags. First, a total of 32 barriers to BIM implementation were identified after a comprehensive literature review. Second, after discussion with experts, the barriers were classified into 23 pre- and 21 post-adoption barriers. Next, the barriers were ranked based on 218 completed survey responses from professionals working in 125 organizations in the Indian construction industry. Finally, an independent samples t-test was conducted to understand differences in the perceptions of different groups of participants. The top five pre-adoption barriers were (1) high hardware costs, (2) high software costs, (3) low adoption across the supply chain, (4) low market support, and (5) unclear benefit evaluation. In comparison, the top five post-adoption barriers were (1) high ongoing cost (license renewal, training cost, etc.), (2) shortage of skills and expertise, (3) unclear benefit evaluation, (4) client’s lack of understanding, and (5) user resistance. Moreover, clients, contractors and consultants shared different views on very few barriers, which shows that these barriers are prevalent across different types of organizations in the Indian construction industry.

Industry 4.0 technologies as a motivator for the circular economy in foodtechs: A stakeholder perspective

AbstractThis study aims to analyze the Industry 4.0 (I4.0) technologies as motivators to circular economy (CE) in the Brazilian foodtech sector via most relevant stakeholders. The study focuses on specific startups in the foodtech sector in the Brazilian context, offering a unique perspective on a relevant niche. It explores how I4.0 technologies are fundamental in the practices adopted by foodtechs, indicating an innovative approach aligned with technological trends. About the methodology, it was carried out through interviews with nine managers of foodtechs. Other sources of data collect have been used, such as reports, presentations, folders, products catalogs, consultations in companies sites, Instagram, Facebook, Linkedin, and videos on the Companies YouTube. The results show that: (i) the I4.0 technologies are fundamental in the practices adopted by the foodtechs; (ii) the CE being internalized, supported by I4.0; (iii) CE is made possible by gathering synergy and co‐participation from stakeholders which are strategic and relevant to foodtechs; (iv) innovation factor is present in the adoption of I4.0, in the operationalization of the practices of CE and in the production of synergy among the stakeholders relevant to foodtechs; (v) the creation of new markets is also a consequence of the adoption of I4.0, the adoption of CE and the articulation of stakeholders in the context analyzed; (vi) virtualize and regenerate are the most strengthened strategies at the sphere of the analyzed foodtechs; (vii) IoT, Big Data and integration of ubiquitous and intelligent components in supply chains are the highlighted artifacts in the making of CE practices at foodtechs levels; (viii) foodtechs of food producers have shown a greater synergy and articulation of stakeholders to the success of CE supported by I4.0. The contribution of the study is associated to the legitimation of I4.0 technologies as motivators to the adoption of CE and the engagement of stakeholders to successful circular business models. The study used a qualitative approach and collected data through interviews with nine startups in Brazil. Thematic analysis was employed to analyze the data. The limitations of the study include the small sample size and the focus on startups in one country. Future research should aim to explore the integration of I4.0 and the CE in larger samples, across multiple countries, and involving different types of organizations. Additionally, the study highlights the need for government support for startups in the form of funding, incentives, and regulations, as well as the importance of education and training programs to develop skills related to I4.0 and the CE. Overall, the research objectives are to understand the opportunities and challenges of I4.0 and CE integration in startups and to provide insights for policymakers and practitioners on how to foster sustainable business practices. The specificity of your study in exploring the relationship between the CE and I4.0 technologies in Brazilian foodtechs is a unique contribution. Many studies may focus on broader industries or international contexts, while yours delves into a specific, relevant niche.

Knowledge Management and Intellectual Property in the Organization

This paper aims to demonstrate the interrelationship between knowledge management and intellectual property management in the organization as a prerequisite for achieving and maintaining competitiveness in different types of organizations. Knowledge subject to management can refer to both processes of creation of intellectual property objects and in terms of their market realization. Among the characteristics of this type of intellectual property knowledge is that it is concentrated in experts in the field, either internal or external to an organisation, and that the intellectual property legislation and market are dynamic. These are just some of the premises justifying the importance of managing this knowledge for the purpose of maintaining the competitive advantage of organisations that own intellectual property assets. The author’s thesis is that the management of an organisation’s intellectual assets inherently involves the management of knowledge associated with them, but knowledge management itself is not limited to that associated with intellectual property. An interdisciplinary methodology is used, the approach is from the general to the particular. Complex, systemic, and structural approaches are used as well as the methods of analysis and synthesis.

Concerning Personality Tests and Human Resource Performance: Wataseuake.com Analysis System Literature Review

The potential of personality tests to enhance HR management and worker output has attracted a lot of interest. The Wataseuake.com Analysis System is a novel approach to assessing employees' personalities that makes use of adaptive testing processes, cutting-edge algorithms, and real-time data analytics. Integrating AI and ML allows us to evaluate the system's reliability and validity in comparison to widely used personality tests while also addressing privacy and ethics concerns. The research also discusses the constraints and future advancements in human resource management, as well as the long-term effects of using the Wataseuake.com Analysis System in different types of organizations. Future enhancements and customization options for the system are also addressed. This study adds to the ongoing discussion on how to enhance modern human resource practices by synthesizing existing research, calling attention to knowledge gaps, and discussing the real-world implications of this innovative strategy. The results imply that improving our knowledge of employee characteristics may improve recruiting, teamwork, and output. modern human resource practices by integrating previous research, highlighting gaps in knowledge, and providing insights into the practical consequences of this new approach. In this article, we will look at how personality testing has affected employment performance. It looks at the validity, reliability, and ethical concerns of these tests from a psychometric perspective. The findings of the research imply that a better grasp of employee personalities might boost recruitment efforts, collaboration, and productivity. Insights from the review help plan future studies.

Power and organizations: how organization types link to power relationships—a state of the field

In the last two decades, the call for fewer hierarchies and flat structures has increased tremendously as shown by the numbers of recent papers. Academics and practitioners continually discuss the perfect organizational type. Nevertheless, this discussion is nothing new; already in mid last century, researchers were analyzing softened hierarchies in organizations. Due to the long-standing and recently reignited debates and influences from various perspectives, the body of research is vast, highly fragmented, and distributed among different disciplines. By reviewing the field systematically, we have analyzed in depth the current state of research and thereby interrelate the power relationships between manager and employee with the organization type they work in. With the aid of this newly developed framework, we can show that most companies act in a hierarchical organization not a flat one. Additionally, we show that even in organizations typified by flat structures, hierarchies do nevertheless appear. This revelation supports earlier findings that where formal hierarchies decrease, informal hierarchies increase, but this is contrary to much of current business understanding. Our research contributes to academia by providing a long-needed, integrated framework for power relationships in different types of organizations on the basis of which future scholars can undertake further research.

Foundations, mapping and trends of the DART Model for value co-creation: A scientometric analysis

A growing interest has been seen in the DART Model in recent years as a basis for co-creating value through its four variables: Dialogue, Access, Risk assessment and Transparency. This has led to an increase in scientific production not only because of its explanation but also because of its versatile application. However, it remains an underdeveloped research topic that deserves to continue accumulating empirical evidence. In this sense, this work contributes to the existence of greater knowledge of this model, from a review and analysis of the literature housed in the Web of Science (WoS) and Scopus databases from 2014 to 2020. Scientometric techniques were then used to generate a scientific mapping to determine the main authors, countries, journals, languages of publication and groups related to the topic. Additionally, the Tree of Science (ToS) tool was used to organize the records into three document categories: classical (root), structural (trunk) and trending (leaves). The results point to three areas in which various practices can be undertaken with the DART Model: educational, social/entrepreneurship and innovation/strategy, as well as one focused on its theoretical foundations. This encourages those researching the issue of measuring value co-creation, due to the multiple combinations that the model allows, in addition to the fact that it can be applied in different types of organizations.

Učinci informacija iz financijskih izvještaja nevladinih organizacija na donacije

The purpose of this study is to identify data from the financial reportsof NGOs that influence donors’ willingness to donate. Using logistic regression,the authors attempt to identify the accounting measures associatedwith donations among the NGOs in our sample. The study included a sampleof 2,981 NGOs in Croatia that use a double-entry accounting system. Theresults show that several accounting variables have an impact on donations,including organizational size, volunteer staff, revenue concentration,government grants, business-like income, debt ratio and adequacy of equity.The study has some limitations. First, the sample covered mainly largeCroatian NGOs. Second, by design, the focus was on a broad sample whichincludes different types of organizations, so there is the possibility that theeffects of organizational and financial characteristics on donations are notequal across the sample of different types of organizations. This study helpsto fill the gap in the literature on this topic by examining the relationshipbetween information from NGOs financial reports and giving behaviour. This study also presents new empirical findings from a large sample studyfrom Croatia with a different institutional background. Research results providenew insights into how financial disclosure can meet the needs of donors.

Development and Validation of Organizational Citizenship Behaviour Scale

The purpose of the present study was to develop and validate a bilingual (Hindi &English) tool to assess the organizational citizenship behavior (OCB) of employees/workers working in the different types of organizations. The psychometric properties of the scale were determined on 250 engineers from Harduaganj thermal power station, Aligarh Uttar Pradesh, India. The reliability of the scale was reported α=0.850 that seems good George and Mallery. Face validity was established by 10 experts and construct validity was found 58.384%. Moreover, factorial validity was also confirmed. On the basis of the findings it can be concluded that the proposed scale has good reliability and validity. Subsequently, this scale found to be highly standardized. Implications and suggestions for future research proposed.

Medidas de impacto social para a inovação social: Desafios e caminhos

ABSTRACT Purpose: How to evaluate the social impact of social innovation has emerged as an important question posed by academics, organizations, and policymakers in recent years. One reason for this is the increasing concern with the social impact of different types of organizations and social practices, particularly in response to a recognition of the urgency of developing more inclusive economies and societies. To find an answer to this question, this research seeks to investigate the state-of-the-art in terms of social innovation impact measurement, drawing on both scientific literature and practitioner literature. Originality/value: This research discusses the challenges posed by measuring the impact of social innovation initiatives and how these measurements may change the assessment process. The analysis finds that methodologies for measuring social innovation have mainly been undertaken in Europe, where these initiatives are largely addressed. Design/methodology/approach: This paper adopted a qualitative research approach based on the scoping review method. This method is widely used to identify emergent topics in scientific literature, aiming to identify implications for research and decision-making. The research was developed based on different steps to obtain information about the social impact measurement indicators and their overall contribution to the advancement of social innovation. Findings: The results also confirmed the lack of social innovation frameworks, methodologies, and tools capable of measuring the social impact of social innovations. Furthermore, a set of barriers in this field was identified, which can be used to channel better upcoming academic research on developing social impact indicators for social innovation.

Corporate control in emerging markets: The non-linear dynamics of foreign board involvement

This study examines the complex dynamics of foreign board membership in corporate governance within 266 family-owned corporations in Indonesia and Malaysia. By employing multiple regression analysis, we have determined a turning point in the level of foreign board representation. Once this threshold is surpassed, the advantages of governance start to diminish, indicating the necessity for a more balanced and diverse board composition. Surprisingly, the presence of women on corporate boards did not have a significant effect on governance practices. The findings indicate that although foreign expertise might be advantageous, relying too much on it can have negative consequences. These observations encourage a reassessment of the makeup of boards in developing economies, suggesting areas for further investigation into governance methods in different types of organizations and cultural contexts.

Perceptions of interprofessional team collaboration among professionals working in the occupational health service in Sweden.

Interprofessional collaboration (IPC) among professionals in occupational health (OH) services is crucial when rendering a service to clients and customers. The aim of this study was to describe and compare perceptions relating to IPC among professionals working as OH providers in Sweden. This cross-sectional study with a descriptive and comparative design included 456 respondents representing different OH professions in Sweden. Data were collected using the Swedish short version of the Assessment of Interprofessional Team Collaboration Scale adapted for OH ([AITCS]-SII[OH]), with its 3 subscales Partnership, Cooperation, and Coordination, and were analyzed and presented descriptively. Items and sum scores were dichotomized into inadequate and adequate and compared between sexes, workplaces, types of employment, and professions. According to the responses, items related to openness, honesty, and trust were perceived as adequate among the respondents. The findings show that perceptions about IPC differed among the professions. The perception of IPC also differed between different types of organizations. The results show diverse perceptions between professionals and organizations. The perception of IPC may be influenced by the professional's education in occupational safety and health. Study findings may be used to support further development of IPC in the OH service for the benefit of the clients. To develop IPC in the best interests of both professionals and customers/clients, further studies need to be performed to gain a deeper understanding of IPC in the OH context.

Transformational leadership and employees' work engagement: the simple and parallel mediation of self-efficacy and trust in the leader

PurposeThe importance of transformational leadership (TFL) for improving followers’ work engagement (WE) has been highlighted by management researchers, but little is known about how and why TFL is related to WE. This study develops an integrated model that addresses the questions and uncovers the influence of TFL on employees’ WE through two pathways reflecting simple and parallel mediating effects of employees’ self-efficacy (SE) and trust in the leader.Design/methodology/approachIn a developing country’s organizational context, a total of 376 employees working in four different types of organizations voluntarily participated in the survey. Partial least square structural equation modeling (PLS-SEM) was used to test the study model.FindingsData supported the joint parallel mediation effect of subordinates’ SE and trust in the leader and partially confirm the role of a single mediator of each between the relationship of TFL and WE.Practical implicationsIn public sector, it is a daunting challenge to sustain a high degree of WE of employees so that they may actively involve in the provision of better services planned by policymakers. Therefore, WE has deemed a very important construct for both administrators and researchers in such organizations. The framework and relationships that are discussed and displayed in this study help administrators in understanding the driving forces that cause in to WE.Originality/valueThis research links multiple theories to develop an integrated model. The employees' perceptual data supported predictive power of the model both in-sample and out-of-sample through a rigorous statistical technique. Hence, this study is contributing to narrowing the gap between theory and practice.

Why are individuals unwilling to report corruption? An inquiry into perception‐based definitions of corruption and employment‐related factors

AbstractDespite the increasing interest and investment in whistle‐blowing regulations, policies, and mechanisms, people are still hesitant to report corruption. The existing literature explaining what deters people from reporting serious wrongdoing predominantly concentrates on either organisational factors or personal motivations. Only a limited number of studies integrate objective and subjective individual‐level constraints on whistle‐blowing. Using original survey data from Portugal, this article investigates two sets of individual‐level factors that explain the reluctance to report corruption: employment‐related characteristics (objective constraints) and perception‐based definitions of corruption (subjective constraints). A regression analysis of the survey data reveals that individuals working in the private sector are less inclined to report corruption compared to public officials. This finding underscores the significance of job security in influencing people's willingness to report corruption. The results also indicate that individuals with a minimalist definition of corruption, perceiving it solely as a legal offence, are more hesitant to report corruption. This finding supports the notion that whistle‐blowing policies should not be limited to reporting blatant legal violations instead of any suspected wrongdoing of corporate or public significance. Our study emphasises the need for whistle‐blowing policies to not only establish secure and visible mechanisms for reporting serious wrongdoing within organisations, but also to raise awareness of how social norms and job security can impact individuals’ decisions to report such occurrences. This article contributes to whistle‐blowing and governance research by shedding light on how perception‐based definitions and judgements of corruption, as well as employment‐related factors, can influence individuals’ willingness or unwillingness to report corruption.Points for practitioners Job precariousness and limited understanding of corruption are two key factors that limit individuals’ willingness to report corruption. Policies and measures aimed at improving work conditions and ethical climate within organisations may be more effective in encouraging whistle‐blowing than solely improving formal reporting mechanisms. Further research is needed to explore individual‐level factors for reporting corruption in different types of organisations and sectors, along with more specific information about whistle‐blowing policies and mechanisms. Implementing effective whistle‐blowing policies and mechanisms requires not only adopting laws but also creating the institutional conditions and motivating individuals to report corruption, which may require commitment and contextual knowledge from top leadership.